First, the diagnosis of corporate culture

The method and principle of diagnosis are: call middle-level and above cadres in the enterprise, read out the ideas of the group sentence by sentence, and ask everyone to say or write people and things that can represent this idea after hearing the ideas. If most people can think of representative people or events, and the events are relatively concentrated, it shows that the corporate culture has been recognized by everyone; However, if most people can't say or write representative figures or events, it means that corporate culture and corporate philosophy have not been recognized by employees, let alone play a guiding role in employee behavior.

Second, the refinement and design of corporate culture.

Step 1: First, let the enterprise find 10 people who participated in the whole process from entrepreneurship to development, and let each of them tell three stories.

Step 2: sort out the stories with the highest repetition rate and make preliminary processing to form a complete story;

Step 3: Find ten employees, preferably college students, who have just entered the enterprise for about a year and tell them the arranged stories.

Step 4: Gather experts and relevant business leaders to study and process the recorded content and extract the words that represent the story spirit with the highest usage rate. After processing, these words are enterprise spirit or enterprise concept;

The fifth step: according to the extracted core words that reflect the spirit or idea, re-adapt the story, create literature on the premise of respecting history, and write the enterprise's own story that reflects the core words intensively.

Third, strengthen and cultivate corporate culture.

First of all, conduct corporate culture training for all employees.

Secondly, establish and cultivate typical figures.

Thirdly, the management system is formulated under the guidance of corporate culture concepts and values.